CHAPTER I

INTRODUCTION

1.1 OVERVIEW OF WORK LIFE BALANCE (WLB)

In every single workroom, the metrics of eminence and presentation are regularly
established rendering to the caliber of each individual or team, which have eventually
deciphered them in association, commitment or desire for the work or the integrating
workplace. When any aspect of work or home gets disturbed, comes the Work life
imbalance. This disturbed imbalance is seen particularly more in women.

Work life imbalance is seen more in women as she needs to work round the timepiece.
The traditional mindset of the society is family and it is virtuously women’s responsibility
(Sigroha, 2014). After chaotic schedule in the organization and taking care of house,
increases stress and this might disturb her health. So a supportive family and partner plays
an energetic role in managing one’s work life balance. She should plan the work in such a
way that she should leave work at work and home at home if not it leads to work life
imbalances. She should plan her schedule basing upon her partner’s convenience and
availability.

WLB is the seamless amalgamation between work and life. Due to the augmentation of
education, service opportunities and cost of living the role of dual earners is increasing.
Due to the globalization, advancement of technology and employment opportunities the
need of empowerment is increasing day by day. Women’s endowment towards the family
has drastically increased, for well-being of the family she started supporting financially
through her career progression.

Employing women workforce and seeking revenues should not be the key objective of the
organization. It should also focus on employee’s welfare and well-being. Organizations
focusing on various welfare benefits like childcare, flexible arrangement, wellness
programs and transportation facility have well-adjusted employees when compared with
the organization who are less focused. These key-motivating factors will directly play a

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crucial role in reducing the absenteeism and attrition levels which will result in the growth
and development of the organization (see figure 1.1)

Organization
growth and Welfare
development Benefits

Low
Absenteeism
Low Attrition

Figure 1.1 Employee welfare and well-being

WLB is continuous ongoing effort by matching multiple roles and responsibilities in one’s
life. From the organization’s perspective women need to be efficient employees, from the
family’s perspective she has to be perfect role model mother, wife and daughter. If a
person is happily working without getting stressed with what is happening/ going around
then only she is termed as balanced and if not she is termed as imbalanced.

WLB doesn’t mean that there should be equivalent priorities for paid and unpaid work.
Paid and unpaid works are interlinked with each other. Paid work/ job can be measured
through KPI’s and it is rewarded through monetary benefits. Unpaid work is by
satisfaction and family well-being. If an employee is professionally imbalanced it is
manageable whereas if she is personally imbalanced it is very difficult for managing the
situation, which will lead to negative influence. There is always interference between the
two so if one has to succeed they should always unite both. There should be perfect
integration between paid and unpaid work (Household responsibilities).

Men are more balanced than women as their responsibilities and tasks at home are limited
when compared with women. Women start taking extra stress and burden of household
responsibilities, which will result in overloading herself. A Study directed by the “Kenexa

2
Research Institute (KRI) discovered the different ways male & female workers perceive
work–life balance and found that women are more positive than men”. It is depicted that
women can handle more pressure in a positive manner and are able to balance their lives
very well when compared with men.

In the present modern-day one of the key challenges faced by the organizations is labour
turnover and absenteeism (Lazar et al., 2010). Organizations should recognize major
causes of absenteeism and labour turnover and should always focus on deliberate
creativity. For overwhelming the absenteeism challenge the organizations should
encourage planned leave. If an employee approaches for leave the boss should definitely
understand the requirement “As taking a day’s leave will boost their energy levels”.
Organizations should have well established exit interviews, career planning, and
succession planning. It should also have long stretch plans for improving the morale and
satisfaction of the employees.

Organization’s thought process towards leadership attributes are altering day by day. In
the earlier days for recruiting a manager they used to take into consideration only the
managerial qualities but presently they have included leadership attributes in the
recruitment process itself. In the process of promoting candidates to the next various
levels organizations are extremely focusing on learning and developmental programs.
Every organization is very keenly focusing on these skills sets; they are termed as the
brand ambassadors for every recruitment process. Leaders are the people who can
influence, comprehend and recognize the work life imbalance of his employees. He
should recognize the major causes of stress affecting ones performance. They must try
different possibilities by providing childcare, Medical benefit, transportation, elder care,
flexible working hours etc.

The Key factors affecting WLB for women are dependent care, role overload, time
management and Health. Women should always prioritize between all these factors, as it
is quite difficult in few situations. Work can be prioritized whereas family cannot be
prioritizes, as the typical mindset of the men is that the women should take the
responsibility of the family. So there is always a conflict between work and life. Another
major challenge faced by the employees in the present scenario is the role conflict, role

3
ambiguity & work life conflict. Every organization should have pre designed organization
charts, department structures, job descriptions and clear job specification. The
organizations should clearly elucidate during the interview process itself to the candidates
basing on which the candidate can decide whether he/she needs to join or not. Post to
joining the candidate should be given a proper induction schedule then followed by
rolling of KPI’s. Role conflict occurs when the below questions arises in the minds of the
employees:

 What am I doing?

 Why I am doing?

 Am I being guided properly?

 Do I have job security?

 What should I do?

In these difficult situations work conflicts arise as the employees are totally in a confused
state and even start struggling on a few occasions, this might result in an imbalance in the
work life style, this causes interference in family life which results in dissatisfaction and
negative pressure is seen flowing vice versa.

WLB is ranking between career and Life. WLB is the choice of deciding between work
and life. There are situations where one will act as a barrier to the other. Every individual
has different levels of personality traits in managing and overcoming stress. In the recent
scenario organizations are emphasizing on stress management programs, to develop
healthy and fit employees:

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 Role ambiguity/Role conflict

Negative pressure

Stress

Health Problems

Labour Turnover

Figure 1.2 Effect of WLB

The major problems caused by the stress are classified as: Continuous stress can result in
heart problems, immunity problems, frequent headaches, sexual problems, and backache
or stiff muscles.

In the contemporary age due to the technological advancement, availability of mobile

phones and Internet, the access to communication within family and friends are
maintained with good governance. As every coin has two sides, there are even
disadvantages due to the invention of WhatsApp, organizations are taking advantages by
creating separate groups and verbalizing them to be available on the phone round the
clock which is in turn affecting the mental satisfaction levels of the employees.

1.2 CONCEPTUAL FRAMEWORK

1.2.1 Work:

Work is the activity or effort that we put to convey or in accomplishing something. We all
work to sustain and ensure that we have all the proper amenities. We all have to work
since it is only means of providing or taking care of one’s family and all their needs.
Individuals or being more precise women work for numerous reasons which are regularly

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referred to as work regardless of the cash which incorporates profitability, aspiration,
regard and commitment to society.

1.2.2 Life:

Life is an option full of choose and it is a school of our rapture, our inconveniences, our
gaiety and our tranquility which is largely linked to explicit points such as desire,
acquisition, achievements, etc., Life is extensively identified with specific angles like
aspiration, obtaining, accomplishments and so forth which may advance pressure while
part of life ought to be taken as pressure discharging administrator too. (Prabhakar et al.,
2012)

1.2.3 Work-Life Balance (WLB):

The term 'work life adjust' defines a man's ability to properly manage his professional
obligations, on one hand, and his personal life on the other, by calling for targets, social
obligations, a system, interests and duties.

WLB is "Fulfillment and great working at work and at home with at least part struggle".

WLB Aspects

Time-balance Satisfaction-balance Involvement-balance

Figure 1.3 Three major WLB aspects

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 Time-balance: The extent of period allotted for paid & unpaid efforts

 Involvement-balance: It is the emotional participation for paid and unpaid work.

 Satisfaction balance: It is the satisfaction phases for paid and unpaid work.

Since there is a constant need to analyze the work-life accord, many people in the midst of
activity are likely to realize the need for multi-purpose work strategies at a given time,
despite concise time. The changes according to the work plans can appear as an absence
or a reduction of the working time, most often in a temporary and sometimes occasional
way. There are different kinds of solicitations in the life cycle of the general public, which
requires an adjustment of the working methods. Some solicitations include:

 Motherhood

 Family members illness

 The wish of spending quality time with the family

 Higher education

 Feeling tired and stressed due to high workload

 Long travelling hours

 Family events

 Health problems

 Children education etc.

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1.2.4 Theories of WLB

Table 1.1 WLB theories

“It illustrates that one world can influence the other either in a
positive or negative way”. Spillover is elucidated as if the work is
affected due to the lack of skills it will reflect on family through
moods and behavior, and if the family is affected due to any issue it
Spillover will reflect on the performance. Spillover can be understood as if
there is a positive experience in the work the same behaviour would
be exhibited in the home, and if there is negative experience in the
work the same would be exhibited in the home which will affect the
family demands.

“It recommends that what may be lacking in one sphere, in terms of

demands or satisfaction, can be made up in the other”. Basically
compensation theory is distributed into two comprehensive
classifications, supplemental-compensation & reactive-compensation
Compensation
respectively. The supplemental-compensation refers to “positive
experiences, which are unsatisfactory at work and are therefore
followed at home. Whereas the reactive compensation is related to
negative work experiences are made up for in positive home practices”.

It specifies that “the shifts of resources from one domain to other that
Resource drain are not associated with family or work; it is transferred to others such as
community or personal pursuits”.

“It denotes the extent to which familiarities from instrumental sources

such as (skills, abilities, values) affective sources (mood, satisfaction)
Enrichment that develop the excellence of the other domain”. It is term instrumental
to distinguish this notion, the functions that are based on good work
outcomes that ultimately lead to good family outcomes and vice versa.

“It is comprehended to the supplementary variables that are not

Congruence
directly connected with work or family that encourage for balancing

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 of multiple roles”. Whereas, spillover refers to “the effect that is a
direct influence between work and family, congruence points
correspondence through a third variable”.

According to this theory elucidates the “problems of meeting the

Inter-role demands in one domain effects in the other”. According to the theory,
conflict that comprehend nearly recommendations that constructs are in
struggle in association with (time, role- strain, and specific behavior).

This theory established that there is “no longer to be true and possibly
never was, predominantly for female workers, segmentation is a
Segmentation balancing technique that draws the female workers segmentation that
functions actively that they use to create and maintain boundaries
between work and family”.

According to this theory that focus on the collective responsibility that

Integration produce better outcomes in both domains than solutions created in
theory isolation that are associated with family and work that includes all
parties.

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 Compensation theory
Supplemental compensation-
positive experiences, “work and
Spillover theory are therefore followed at home.
It illustrates that “one world Reactive compensation-
can influence the other either negative work experiences are
in a positive or negative way”. made up for in positive home
practices”.

Resource drain theory Enrichment theory

Shifts of resources from one “Extent to which
domain to other that are not familiarities from
associated with family or work Work Life Balance instrumental sources such
Theories as (skills, abilities,
values) affective sources
(mood, satisfaction) that
develop the excellence of
the other domain”.
;
Congruence theory
Comprehended “to the supplementary
variables that are not directly connected
with work or family that encourage for
balancing of multiple roles”.

Segmentation theory
Inter-role conflict theory This theory established that
This theory elucidates the there is no longer to be true and
problems of meeting the demands possibly never was,
in one domain effects in the other predominantly for female
workers, segmentation is a
balancing technique that draws
the female workers
segmentation that functions
actively that they “use to create
Integration theory and maintain boundaries
Focused on the “collective responsibility that between work and family”
produce better outcomes in both domains
than solutions created in isolation that are
associated with work and family that
includes all parties”.

Figure 1.4 Work life balance theories

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1.2.5 Theories of Women’s Development

Table 1.2 Women’s developmental theories

This theory elucidated on women’s choice towards her

career and development. It illustrated that women’s career
Career development comparatively is not easy like men a she need to fulfill few
roles and responsibilities at home. Basing on her and family
convenience she need to plan her career.

The mentoring rapport initially paid attention on career

progression and upward movement but in the present
scenario focus has altered to psychosocial and career
Mentoring
advancement, which is considered as very crucial for actual
relationship. Mentoring is concerned with process and
development

The psychological theory will provide an outline for

studying the intelligence of a women, and recognizing the
Psychology
skills and knowledge of a women as it is one of the most
important feature for her development

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` Women’s
Developmental theories

Mentoring Career
The mentoring rapport initially development
paid attention on career This theory
progression and upward elucidated on
movement but in the present women’s choice
scenario focus has altered to towards her career
psychosocial and career and development.
advancement

Psychology
The psychological theory will
provide an outline for studying the
intelligence of women, and
recognizing the skills and
knowledge of women as it is one of
the most important feature for her
development

Figure 1.5 Women’s developmental theories

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 Figure 1.6 Hypothetical Framework of WLB
The variables affecting WLB in one’s life are personal, family, organizational and
society. The WLB effects the employee satisfaction towards work and morale. In turn
these two factors employee morale and satisfaction has direct impact on employee’s
health, family and organization. If these factors are concentrated definitely we will have
improved results on employee’s health, family issues, and from organizational point of
view absenteeism, labour turnover and efficiency can be reduced.

1.3. DEFINING VARIABLES

1.3.1 Employee Satisfaction:

Employee satisfaction is “to describe whether the employees are contented and happy by
fulfilling their needs and desires at work”. Several procedures were taken under
employee satisfaction combined with the concepts of (employee-motivation, goal

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achievement, and positive morale in the workplace). It was defined as the level of
employees’ happiness in their occupations.

Factors which contribute for obtaining the employee satisfaction pertaining to how the
employees must be treated with admiration by allotting them “regular employee
recognition, empowering employees, offering benefits and compensation, providing
allowances, company activities within a successful framework of goals, measurements
and expectations”.

1.3.2 Employee Morale:

Employee morale explains the attitude, outlook, confidence and satisfaction felt by staff in
their work. It is high when they believe they can meet their main needs at work. If
employees are dissatisfied with their work and feel they are not recognized that when they
cannot meet their needs and goals, employee morale is negative or low.

1.3.3 Work-Life Balance:

A concept was formulated when the employee had equal priorities as a professional and
as an individual. It is very important to maintain a link between personal and
professional life. This balance is difficult for most women employees to reach in the
current scenario. In this century, women employees face many issues in balancing work
life. This shows a negative impact on their career and their personal lives.

Work/life balance programs have described few benefits like:

 Improves morale

 Reduces absenteeism

 Attracts new employees

 Helps to retain staff

 Decreases stress and burn-out.

 Improves commitment

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Benefits of the Work-Life Balance:

Table 1.3 Benefits of the WLB

Benefits to the Benefits to the Benefits to the

Organization Individual Society
Encourage and
Better teamwork and
Increased Productivity enable family
communication
involvement

Improved employee Improved relations both Encourage/enable

commitment and morale. on and off the job. volunteerism

Less negative organizational

Reduced stress Happier people
stress.

Able to better meet

Reduce
Improved reputation personal/work/society
conflict/violence
commitments

Potential for improved

More time to do other
occupational health and
things
safety
Better economy
Good corporate citizenship Increased ability to
and an enhanced corporate remain competitive in
image career advancement

1.4. SIGNIFICANCE OF THE STUDY

WLB is the major important challenge faced in the current scenario. The period of WLB
is elucidated as well being of the employee. Due to the globalization, advancement of
technology and gigantic market evolution the prioritization for the concept of WLB is in
enormous demand. In the present-day epoch women’s expectation by the family is
empowered from domestic work to monetary endowment. Supervision both at home and
at work simultaneously generates imbalance, as she needs to perform different characters
respectively.

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As most of the workforce concerned is women in the garment industry the significant
challenge faced is the work-life imbalance. The government and the organizations should
have various alternate approaches for boosting employee’s morale and satisfaction. To
construct healthier and advanced nation the imbalance factors needs to be attended on
immediate basis.

1.5 STATEMENT OF THE PROBLEM

The substantial encounter challenge in the garment industry is work life imbalance for
women employees. The few components estimating the WLB and the defects observed
in each of these elements cause imbalances in work life. Another challenge to the
organizations is to “measure the impact of WLB on employee satisfaction and morale”;
and differences in the perceptions levels of employees. As women dealing with home
and work is very hard-hit. The organizations need to have different approaches for
overwhelming the work life imbalance.

1.6 OBJECTIVES

 To identify the critical factors to measure the WLB in garment industry in

Visakhapatnam.

 To test the interrelationships between employee WLB, satisfaction & morale.

 To study the effect of employee demographics factors on WLB, employee

satisfaction and morale

 To gain an insight into a current work life balance issues in garment Industry.

1.7 CONCEPTUAL MODELS AND HYPOTHESES

Primarily the study recognized the crucial factors measuring WLB and studied the
consequence of these recognized factors on employee satisfaction and morale; it covers
hypotheses from 1 to 3 (see figure 1.7). The study also intended to test the effect of
employee demographics on work life balance, satisfaction and morale Hypotheses from
4 to 9 (see figure 1.8)

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Figure 1.7 Conceptual Model 1

17
 Work Life
Balance
Demographics
H4 Age
H5 Education
H6 Experience Employee
H7 Number of Children Satisfaction
H8 Marital Status
H9 Family type

Employee Morale

Figure 1.8 Conceptual Model 2

1.7.1 Hypotheses:

H1 The work life balance factors have a significant effect on employee -satisfaction.

H1a: Company policy has a significant effect on satisfaction.

H1b: Job description has a significant effect on satisfaction.

H1c: Family aspects have a significant effect on satisfaction.

H1d: Personal aspects have a significant effect on satisfaction.

H1e: Social aspects have a significant effect on satisfaction.

H2: The WLB factors have a significant effect on employee morale.

H2a: Company policy has a significant effect on employee morale.

H2b: Job description has a significant effect on employee morale.

H2c: Family aspects have a significant effect on employee morale.

H2d: Personal aspects have a significant effect on employee morale.

H2e: Social aspects have a significant effect on employee morale.

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H3 Employee satisfaction has a significant effect on employee morale.

H4: There is a significant difference in the opinion of age groups.

H4a: There is a significant difference in WLB among age groups of employees.

H4b: There is a significant difference in satisfaction among age groups of

employees.

H4c: There is a significant difference in morale among age groups of employees.

H5: There is a significant difference in the opinion of education-groups.

H5a: There is a significant difference in work life balance among education groups
of employees.

H5b: There is a significant difference in satisfaction among education groups of

employees.

H5c: There is a significant difference in morale among education groups of

employees.

H6: There is a significant difference in the opinion of experience groups.

H6a: There is a significant difference in work life balance among experience groups
of employees.

H6b: There is a significant difference in satisfaction among experience groups of

employees.

H6c: There is a significant difference in morale among experience groups of

employees.

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H7: There is a significant difference in the opinion of employees with number of
children.

H7a: There is a significant difference in work life balance among employees with
number of children.

H7b: There is a significant difference in satisfaction among employees with

number of children.

H7c: There is a significant difference in morale among employees with number of

children.

H8: There is a significant difference in the opinion of marital status groups.

H8a There is a significant difference in the work life balance between marital status
groups.

H8b There is a significant difference in the level of satisfaction between marital

status groups.

H8c There is a significant difference in the morale between marital status groups.

H9: There is a significant difference in the opinion of family -type groups.

H9a There is a significant difference in the work life balance between family type
groups.

H9b There is a significant difference in the level of satisfaction between family type
groups.

H9c There is a significant difference in the morale between family type groups.

1.8 METHODOLOGY

It is “Simply defined as quantitative or qualitative, but of utmost importance is that the

methodology selected must compliment the research questions being examined (De
Vaus, 2002)”. The focus of this section is to design the framework of the methodology

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that is used for the study. This research is grounded on the gathering of primary and
secondary data. The chief motives for selecting of this topic are to highlight the problems
as well as the managing skills of working women. The researcher explored various
statistical tools that are applicable for testing the Hypothesis.

The study adopted both quantitative and qualitative research approaches. The qualitative
methods FGDs and ‘In-depth interviews’ used to gain valuable insights of the WLB of
women employees. After qualitative, the study used quantitative method structured
questionnaire to collect primary data.

1.8.1. Research Design:

A research strategy is created on an agenda and delivers a course for the examination
being directed in the well-organized style. The category of research commenced is of
descriptive in nature that comprises the combination of both quantitative as well as
qualitative data.

1.8.2. Target Population of the Study

The present research focuses on garment companies that explicitly address women WLB
in garment industry in Visakhapatnam. Therefore, the study has chosen garment
companies in Visakhapatnam in Andhra Pradesh as target population. There are a total
15,338 female employees working in 19 garment companies in Visakhapatnam, Andhra
Pradesh, India (see table 1.4).

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 Table 1.4 Target Population
Total
S.No Company Name Location Female Male
Manpower
Quantum clothing
1 Atchutapuram 2037 1630 407
India Pvt Ltd
2 Brandix 1 Atchutapuram 3500 3150 350
3 Brandix 2 Atchutapuram 4200 3780 420
4 Brandix 3 Atchutapuram 2300 2070 230
5 Seeds Intimate Atchutapuram 3200 2784 416
6 Voltas Fashion Vadlapudi 750 675 75
7 Ribbons Atchutapuram 300 285 15
8 Hirawats Vadlapudi 150 135 15
9 Bhavani enterprises Vadlapudi 100 90 10
10 Vinis Vadlapudi 122 110 12
11 Andhra apparels Vadlapudi 100 90 10
12 Chadalavada Vadlapudi 100 90 10
Revan sideswara
13 Vadlapudi 120 108 12
garments
Chandana Fabrics-
14 Vadlapudi 70 63 7
MR apparels
15 Desire overseas K.Kotapadu 85 85 0
16 Kusuma apparels Vadlapudi 60 55 5
17 Sai apparels Vadlapudi 50 48 2
18 Ramky Parwada 45 45 0
Sri bhavani clothing
19 Desupatrupalem 45 45 0
enterprises
Total 15338

1.8.3 Sample Distribution and Respondents

The responses were collected, from the below mentioned 11 companies. The below table
1.5 presents the select companies from each category, sample collected and valid sample.

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 Table 1.5 Sample Distribution across garment companies

Sample Valid Response

Sl. N. Name of the company
Collected Sample Rate (%)
1 Quantum clothing India Pvt Ltd 68 62 91
2 Brandix 1 73 71 97
3 Brandix 2 89 84 94
4 Brandix 3 58 55 95

5 Seeds Intimate 83 77 93

6 Voltas Fashion 45 41 91
7 Hirawats 27 25 93

8 Vinis 24 21 88

9 Bhavani enterprises 28 27 96

10 Chandana Fabrics-MR apparels 19 19 100

11 Sai apparels 18 18 100

Total Sample 532 500 94

The respondents of the research are women-employees employed in garment-companies

in Visakhapatnam, Andhra Pradesh. The rationale for choosing women employees is as
women employees face various issues related to balancing both the family and work.
Participants voluntarily responded, and these respondents were given assurance about the
confidentiality and privacy of their information and responses for the study.

The main data was collected from number of companies in Visakhapatnam during March
to April 2018. A structured questionnaire was designed to elicit specific data from the
opinions. For collecting the data the method adopted is non-probability purposive
sampling from the garment companies.

The total 532 responses were collected from the garment companies. The researcher
personally approached each respondent and asked structured questions and recorded.
This approach took time, however, elicited exact opinions from the respondents.
Necessary care is taken not to influence employees during asking questions and

23
recording the responses. As the researcher collected data directly, the valid sample 500
with the response rate 94 % was collected. Because of this direct- approach the response
rate is about 94% with the total valid sample standing at 500.

Sample Justification

Total number of sample size 500 is exceeding the minimum requirement that is “Five
subjects for one variable (5*40 variables = 200)” to perform explorative factor analysis
(Hair et al., 2008). The sample “also exceeds the required sample (384) suggested by
Krejcie & Morgan, (1970)”.

1.8.4 Data Collection Methods

The information is collected through survey methods with structured questionnaire to

collect perception of women employees about work life balance, satisfaction and morale
from 11 garment companies in Visakhapatnam. The survey primarily conducted 30 in-
depth interviews, 7 FGDs from 4 garment companies. After which the formal Pilot-study
was done on 30 employees from the four garment companies to confirm the
questionnaire and ensure feasibility for large-scale study.

For the secondary data the researcher referred to various sources like journals, books,
magazines, articles and Internet.

1.8.5 Survey Instrument

The questionnaire is divided into: Section A has questions pertaining to demographics of

respondents. Section B covers the 40 variables related to work life balance, 7 related to
satisfaction and 7 for morale. All the variables measured on a five-point Likert-scale.

The questionnaire was comprehensive and the 40 work life balance items covered all the
personal, family, work, organizational and society related aspects. All the items were
measured on a five-point Likert scale

The latent variable used for employee Satisfaction is measured by the 7 observed
variables. These variables measure the satisfaction with the work, organization facilities,
environment, policies and society.

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The study used seven observed variables to measure the employee morale. It measures
the employee self-confidence, decision-making ability, career advancement related
aspects using the five-point Likert scale.

The questionnaire covers demographics of the respondents such as (age, marital status,
educational background and years of experience, number of children, and source of
energy for cooking, financial debts, and community”.

1.8.6. Data Analysis

The descriptive, Exploratory Factor Analysis, Multiple regression, ANOVA and T-Test
performed using SPSS 21.

Testing of Instrument: Content Validity:

Validity’ signifies the degree of authenticity for a better understanding of the concept of
the study. To test the content validity of the work life balance, satisfaction, morale and
performance questionnaire has been substantiated by extensive interaction with the
eminent experts of HR in garment industry and academic professors. All the above-
mentioned variables will support for further exposure of the study adjustments were
made according to the recommendations and suggestions by experts.

Reliability Analysis:

“Reliability is an assessment of the degree of consistency between multiple

measurements of a variable (Hair et al., 2008)”. Reliability can be defined to the extent
to which a variable is consistent in what it is intended to measure. Cronbach’s alpha
coefficient is the “most widely used measure to assess the consistency of the entire scale
and it could be considered reliable with a lower limit of 0.70 although it decreases to
0.60 in exploratory research (Cronbach, 1951; Straub et al., 2004)”. The reliability of the
statements measuring the WLB, satisfaction and morale was determined is shown in the
table 1.6.

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 Factors Cronbach’s Alpha
Company policy 0.939

Job description 0.859

Family aspects 0.720

Personal aspects 0.756

Social aspects 0.827

Satisfaction 0.856

Morale 0.845

1.9 PRESENTATION OF THE STUDY

Chapter I focus on (introduction. Conceptual framework, theories of WLB, theoretical

framework, need for balance programs, significance, statement of the problem, need,
objectives of the study, methodology and limitation of the study. Chapter II deals with
the garment industry profile, discuss the overview of garment industry in India and with
suitable evidences. Chapter III covers the review of literature done in WLB, satisfaction
and morale. The conceptual framework also presented. Chapter IV presents the detail
data analysis performed using the primary data. This chapter presents the various
interesting results of descriptive statistics, hypotheses tests. The last chapter V deals with
findings of the study, discussion suggestions and conclusion.

1.10 CONCLUSION

The chapter I presents overview of WLB, satisfaction and morale. It provides the
justification for the study and other related information. The research methodology and
design is discussed. Two conceptual models were identified with the support of theory
and proposed hypotheses. The sample distribution, justification, survey instrument and
other reliability issues are discussed in the chapter.

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